Check out 6 tips for attracting young talent to your company

Attracting and retaining young talent, especially Generation Z, has become a growing challenge for companies, and data indicates that this reality is not expected to get any easier in the next decade: according to an analysis by Oxford Economics, the number of workers born between the mid-1990s and 2010 is expected to rise to 51 million by 2030.

Considering this growing presence of younger generations in the job market, with habits and behaviors that are different from previous generations, it is up to companies to understand the motivation of young professionals and how to align the expectations of both new entrants and the companies themselves.

Roberta Saragiotto, director of People & Strategy fromStart Careershighlights that the key to attracting young talent lies beyond traditional benefits. "The secret is understanding that Generation Z is not just looking for a job, but a meaningful work experience aligned with their values. They want to be part of something bigger and have a positive impact on the world," he explains. According to the director, in order for companies to stand out in the competitive hiring market and attract these young talents, they need to adapt their strategies. Check out some tips from the expert

1. Purpose and social impact: Generation Z values companies with a clear purpose and commitment to social and environmental causes. According to a Randstad study, 90% of Brazilian professionals consider non-financial benefits to be as important as compensation. For Roberta Saragiotto, involvement in corporate social responsibility projects is a way to generate engagement among these young talents.
2. Flexibility and balance: flexibility at work has become more important than health insurance for many professionals, according to a WeWork survey. "Generation Z values the balance between personal and professional life, as in the hybrid work model," says the specialist.
3. Continuous development and growth opportunities: ongoing education is essential for young talents. According to the director, investing in training programs, mentoring, and clear career plans is a way to offer opportunities for young people to take on responsibilities and lead projects.
4. Mental health and well-being: concern for mental health has been increasing from generation to generation, which is why Saragiotto recommends the adoption of psychological support programs, incentives for physical activity and a corporate culture that emphasizes emotional balance.
5. Diversity and inclusion: Roberta points out that diverse and inclusive environments are one of the guiding principles of Generation Z. For them, inclusion means a workplace that respects individuality, values each voice, and creates a sense of belonging for everyone. The report "True Gen: Generation Z and its implications for companies" by consulting firm McKinsey reveals that these young people believe that workforce diversity is essential for innovation and growth.
6. Constant feedback and open communication: frequent feedback and transparent communication are among the priorities of young talents. "They seek work environments where they can freely express their ideas, with regular alignment meetings and open communication channels between leaders and teams," concludes the director.